MANAGING PERFORMANCE

 Performance Management.

 Delegating or Assigning work at higher levels of

responsibility.
 Developing Managees to learn skills- Present & Future.

 Appraisal.

1 Prof Divyashree.M, GIM

 PERFORMANCE MANAGEMENT PROCESS

Organization Mission, Goals,

Strategy & Operational Plans

Individual Role & its description, indices

for monitoring performance and Role – wise plans and
performance standards expectation

Monitoring and Mentoring

Feedback Stocktaking
Activity

2 Prof Divyashree.M, GIM

 PURPOSE OF PERFORMANCE
MANAGEMENT
•Aligns the employee’s
activities to the strategies of
STRATEGIC
the foundation
PURPOSE
•Drives the over all
performance of each unit of
the organisation
DEVELOPMENT ADMINISTRATIV
AL PURPOSE E PURPOSE

•Supports growth and development of the staff • Supports promotion, retention,

•Promotes constructive, continuous feedback termination and recognition of
•Highlights and rewards exceptional individual performance
performers •Offers an opportunity to show care
•Identifies and addresses poor performance and concern for the employees
 PERFORMANCE MANAGEMENT
CYCLE

Organisations strategic goals

Department goals

One to One
Pay for Individual Goals/ Coaching
Performance Work Plan & Document
Department Plan TRG &
Development

Annual Performance The Annual

Appraisal Performance Mid Year Assessment
Cycle
One to One
One to One
Coaching
Coaching
Document Performance Appraisal Document TRG
TRG &
Development
Planning & Development
 PERFORMANCE DISCUSSION PROCESS
1. Welcome 3. Agree on new 5. Solicit
the employee, performance and feedback
and explain developmental from the
meeting goals employee
purpose
Welcom Conclud Feedbac
e Review Agree e k

2. Review 4. Conclude
previous work by
plan and summarizing
development decisions
goals made; thank
employee
GIVING DIFFICULT FEEDBACK
Always criticise the action not the person.
Be specific.
Always give suggestions on what the person can do to
improve.
Be assertive in your feedback.
Give difficult feedback in private and never in front of
others.
Invite the other person to join you in thinking of ideas
to improve.
MANAGING PEOPLE AND THEIR
AFFAIRS
1. Organization Structuring – Tasks, Roles, 2. Personnel Policies and Procedures

Relationships
A. Managerial Style & Department/Unit/Group
10. Diagnosis, Management 3. Staff
Planned Forecasts
Change & & Plans
System B.Induction
Feedback G. Career & Work-
Mgmt & 4. Job
Team Role
PA EFFECTIVE
PERFORMING Integration Analysis,
9. Separation
F. Personal MANAGEE GROUP Descriptio
C. Role
Counselling, Design & n & Perf
Feedback & Redesign Standards
Devel/- 5. Rewards,
in Groups
8. Organization Remuneration &
Other Systems
Performance E. Ongoing Communication, D. Individual for Managee
Monitoring & Performance Motivation &
Reinforcement
Feedback Sys. Staff Deve/- & Remedial Planning, &
Monitoring
Action
7. Personnel Appraisal System & Guidelines 6. Recruitment, Selection,
Appointment,
Placement, Probation &
 FORMAL PERFORMANCE
REVIEW
Review the employee’s work achievements and
challenges over the past year,
Establish work expectations and performance goals for

the coming year, and

Define the employee’s professional development goals

and learning plan for the coming year.

Preparing for Review

− Position description (PDQ)

− Standards and expectations

− Past year goals and objectives

− Other documentation gathered during review period

• Request the employee complete Performance Self Assessment

− Successes and challenges over the past year

− Additional support he or she would like from you

− Additional skills/knowledge he or she would like to develop

or enhance

Complete Performance Evaluation form

• Prepare to share your perceptions and feedback about the employee’s

− Key achievements and successes

− Performance concerns and/or challenges

− Changes and enhancements that you recommend (or require)

− Learning opportunities relevant to the employees job function that

would

− help enhance current skills or develop new ones

− Key employee strengths and contributions over the past review period
 Conducting Review
1. Share your feedback about the employee’s performance

a. Include information about strengths and successes as well as areas

needing improvement

b. Communicate the rating you’ve assigned for each of the

performance indicators

c. Provide rationale for each rating - Include behavioral examples

whenever a rating is above or below “achieves.”

2. Invite and listen to the employee’s assessment of his/her performance

3. Ask the employee to share his/her feedback for you,
including ideas for improvement

4. Re-enter the performance planning phase

a. Define expectations for the coming year

b. Set performance goals

c. Identify learning and development goals

 Best Practice
Schedule evaluation meetings in advance

Use a private, interruption-free setting

Allow sufficient time for discussion

Consider in advance how to present information

Set tone for respectful, adult-to-adult interaction

Start and end on positive note